HomeMy WebLinkAbout82-124WHEREAS, the Sutte County Board of Supervisars has established
Chapter 71 of the Personnel Rules setting forth the employee relatfons
rules and procedures pursuant to California Government Code 3500 et seq.;
and,
WHEREAS, these ru3es provide a process far meettng and conferrfng
in good faith with representatives af recognized employee organizations
on matters that direct7y affect and primarily involve wages, hours and
other terms and conditions of employmen~; and,
WHEREAS, the rules further provide procedures fvr resolving impasse;
and,
WHEREAS, the county and representatives of the Butte County Employees'
Association, Service Employees' International Union, Loca1 916, have
met and conferred in good faith and ten~atively reached agreement on
matters regarding a Fiscal Year 1983 agreement for the employees
represented in the Genera7 Unit; and,
WHEREAS, BCEA/SETU Locai 976 representatives were unable to obtain
ratifica~ion of the tentative agreement by the members of the organization;
and, •
WHEREAS, the current agreement between the cou~ty and BC~A/SEIU Locai 9t6
expired on June 30, 1982; and,
WNEREAS, the county and BCEA/SEIU Locai 975 have not agreed to implement
the mediation and fact-finding process in the impasse procedure; and,
WHEREAS, Section 11.15 of the Butte County ~mployee Relations Rules
provides when impasse has not been resolved and the parties have not
agreed to med~ation a~d factfinding, "The Board shall take such action
regarding the impasse as is Tn discretion deems appropriate as in the
public in~erest"; and,
WHEREAS, the matter has been submitted to the Board for final
determination.
NOW, THEREFORE, BE TT RESOLVED:
1. Butte County Board of Supervisors has considered the matter
of impasse between the county and BCEA/SEIU Local 916 representatives.
2. The 8oard of Supervisors recognizes ~hat no agreement between
the county and the union exists.
RESOLUTION ESTABLISHING SPECIAL WAGE, HOURS AND
CONDITIONS OF EMPLOYMENT FOR EMPLQYEES DESIGNATED TO THE
GENERAL UNIT OF REPRESENTATION
3. 7he Board of Supervisars, in the public interest, therefore
orders that Section 72.18 of the Personnel Rules be immediate7y
repeaied and the following specia7 employment conditions be
applied to employees designated in the GeneraT Unit of representation
effective August 4, 1982. 7hese provisions are in addition to
those set forth in the Personnel Rules and supercede existing
rules where conflict exists.
CNAPTER 14
BUTTE COUNTY PERSONNEL RULES,
GENERAL UNIT SPECIAL CONDITIONS
14.01 SCHE~ULE ADJUSTM~NT ~EAVE.
Effective August 4, 1982, unit employees wili no 7onger
accrue Schedule Adjustment Leave. 5alary ranges ~n
effect per Ord~nance 2252 shall continue unchanged,
reflecting compensation for an 80-hour pay period schedule,
rather than a 75-hour pay period schedule. Empioyees
having accrued Schedule Adjustment Leave which they
earned prior to Augas~ 4, 1982 shall be ailowed to
~ake the time off in eight (8) hour increments by
mutual agreement of the department and the employee.
In generaT, a~1 regular work days wi73 be available
for Schedule Adjustment Leave. Certain days may be
omitted or limited either on a regu]ar or ad hoc
basis, if required for the efficient provision of
county services. Days off wil7 not be limited or
excTuded without good cause.
14.02 RE7IR~MEN7 CON7RIBU7ION.
Effective July 2, 1983, the county will assume payment
of the employee contribution to the Pub7ic Employees'
Retiremen~ Sys~em.
14.03 SPECIAL VACATION ENTITLEMENT.
Effective January 1 of any year, a17 current employees
shall be credited with three (3) days of vacation.
Employees hired between January i and April 30 shall be
credited with two (2) days of vacat~on. Employees hired
between May 1 and August 31 sha17 be credited with one (1)
day of vacatio~. These days sha17 be added to the employees'
regular vacation earnings and the accrual limits increased
accordingly. The special vacation entitiement is in 1ieu
of the personal holidays in Section 13.5(b) of the Persannel
Rules.
14.04 VACATION CARRYOVER RULE.
4Jhen a unit employee is unable to take scheduled vacation during
a calendar year due to unusua7 and extenuating departmental
needs which result in the employee's annua1 vacation accrual
to exceed the maximum limits authorized, the department
head shall advise the Auditor that the emp7oyee will exceed
the annual vacation accrual limits and sha71 schedule the
excess accrua~ vacation days to be taken off between the
period of January 1 and March 31 of the new ca7endar year.
Shauld the employee voluntarily choose not to take the
scheduled vacation during the extension period, the excess
accrual days shall be forfeited. Should a department head,
as a result of emergency needs of the county, be unable to
schedule the excess accrual vacation days off during the
extension period, the employee shall be paid for the excess
accrual of vacation days following the end of ~he extension period.
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14.05 MAT~R~ITY LEAVE.
~mpioyees shall be granted a leave of absence for pregnancy
not to exceed four calendar months upon presentation of
proof of pregnancy. Leave shal~ not be granted under
this section until the employee has exhausted sick leave,
vacat9on and compensatory time off leave balances bu~
may be extended by mutual agreement of the employee and
the county. The county may require reasonable proof of
the emp1oyee's ability to return to work.
74.06 EXTENDED BEREAVEMENT LEAVE.
In addition to the bereavement leave benefit se~ forth
~n Section 11.3 of the Personnel Rules, a reg~lar employee
who believes it necessary to be absent from duty because
of the death of a member of the emp2oyee's immediate family
who resided out of the State of Ca~ifornia, may have an
addit9onai two days of bereavement leave to be charged
to sick leave.
14.07 SPECIAL HOLIDAY LEAVE.
Each reguiar employee in a compensated empToyment status
on the assigned work day immediately preceding, and the
assigned work day immediately following, the employee's
birthday sha7i be entitled to a birthday hotiday. An
appointing authority may require an employee to provide
fourteen (i4) days notice in advance af the birthday
ho7iday. Birthday holidays shall be considered as a
designated hoiiday pursuant to Section 13.5 of the Personnel
Rules.
14.08 CRITICAL ILLNESS IN THE FAMILY.
Whenever a regular emp1oyee believes it necessary ta
be absent from duty because of the critical illness of
an immediate fami3y member, the employee may request
permission of the appo~nting authority to be absent
for not more than three (3) consecutive working days,
or cumulative 40 hours per calendar year, with pay.
Critical il7ness shall be def3ned as any illness requiring
the attention of a 7icensed medical practitioner. Such
~ime off shall be charged against sick leave.
14.09 USES OF STCK LEAVE.
Sick leave shall be granted on7y for the following:
a. The employee's illness or disability;
b. The employee's routine medical or dental appointments;
c. As o~herw~se authorized in the Personnel Ru7es.
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14.10 STAND-BY PAY.
(a) Status
Each employee in the unit of representation shall
be entitled to receive $T5.00 for each 8-hour stand-by
shift, or portion thereaf as ordered and authorized
by an appointing authority. A stand~by shift is
defined as any 8-hour shift foilow~ng the emp7oyee's
norma7 assigned shift.
(b) Response Time
Employe~s placed on stand-by status shall keep the
appointing authority or designee advised of their
location during the stand-by shift and shall respond
to duty within two (2) hours from the time of
notification.
When an appointing autharity determines it is in
the interest of the county to provide elec~ronic
paging devices for stand~by workers, the appointing
authority shall provide and maintain such devices
and instruct workers in the proper use.
Employees on stand-by status shall not be eligible
for shift differential pay as specified under Section
72. U, or ~or call-back pay as specified under
Section 12.14(i) of the Personnel Rules. Non~exempt
employees returning to duty from stand-by shaT1
be el~gible for overtime as specified in Sect~on T2.14
of the Personnel Rules.
14.i1 OV£RTIME DEFINED.
Overtime is de~ined as authorized work of at least two-tenths
of an hour (12 minutes) in excess of eight hours per day
or eighty (80) hours per bi-weekly work period. For employees
who are regularly assigned d9fferent work hours in excess
of eight hours per day, any autharized wark in excess
of their regu7arly assigned hours per day, or eighty {80)
hours per bi-weekty pay period shall be considered overtime.
Ho7~days, vacation and other paid time off excluding sfck
1eave shali be considered hours worked in making overtime
pay calcu7ations.
14.12 TEMPORARY ASSIGNP•1ENT IN HIGHER PAID CLASSIFICATION.
Whenever an empioyee is ass9gned in writing by their supervisor
or acting supervisor ta work in a higher classification and
therefore performs substant9aily all o~ the duties of the
higher classification for a period of more than twe7ve (12)
cumulative working days in a fiscal year, the employee shall
be entitled to be compensated with an additional five percent
{5%) over his/her current rate of pay beginning with the
thirteenth (13~h) day of ass~gnment.
14.13 HEALTH INSURANCE PREMIUM.
As of September T, 1982, county and employee health plan
contributions for the un~t are as follows:
County Employee
Total Contribution Contribution
Employee Only $ 68.09 $ 6~.28 $ 6.81
Employee + 1
Dependent 144.46 130.01 14.45
Employee + 2
or P1ore Dep. 204.51 184.Q6 20.45
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14.14 HEALTH TNSURANC~ CdVERAGE.
Effective September 1, 1982, the employee health insarance
coverage shall be amended to delete vision coverage and
to transfer out-patient, diagnostic, x-ray and ~aboratory
services from a basic benefit to major medical.
74.15 STATE DISABILITY TNSURRNCE.
~o later than December 1, 1982, an election of all employees
in the unit w~i7 be held on the ques~ion of disabi7ity
insurance coverage. Upon a majority affirmative vote, the
county wi71 enter into an agreement with the State of California
and enro11 employees in the State Disability Plan pursuant
to state rules and regu7ations. The premium cost for the
plann sha71 be paid by the employee through payroll deduction
and participation in the p7an sha17 be mandatory.
i4.16 SAFE WORKING CONDITIONS.
4Jhen an employee has reason to believe a work assignment
is in an unsafe work area or involves unsafe equipme~t,
the employee shall report the problem to the immediate
supervisor and may refuse to work in the area or use
the equfpment until it has been inspected by the supervisor.
Should the supervisor, after such inspect3on, order the
empZoyee to work, the emp1oyee shall do so unless the
employee believes, within reason, the work environment
to be unsafe. In such instance, the empioyee may request
the department head or assistant department head to inspect
the work area. The employee wi11 be assigned other work
until the inspection Is made. The decision of the department
head is final.
14.17 TRANSFER PREFERENCE.
When filling regular pos~tions, an appointing authority
shall consider lateral transfer requests from employees
in the same class as the vacancy. An appointing authority
shall, before filling ~he position, interview the transfer
applicants on f~le with the department in a number at
7east equal to the number of applicants certified on an
open eligibility lis~ for the position.
14.i8 FISCAL YEAR 1984 ~EGOTIATTONS.
During the Fiscal Year 1984 negotiations, the county will not
seek wage or hours concessions from ~he union.
PASSEp AND ADOPTED by the Butte Coun~y Board af Supervisors this
3rd day of Aug ust , 1982 by the fo1lowing vote to
be effect~ve August 4, 1982:
AYES: Supervisors Dolan, Mose~ey, Fulton and Chairman Wheeler
NOES: Supervisor Saraceni
ABSENT: None
NOT VOTING: None
HI ~A WFIEELER, Chairperson of the
B tte County Board of Supervisors
ATTEST:
ELEANO M. BECKER, County Clerk and
ex-o f io Clerk f the. ard
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